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Article ID: 1001089         Send us your feedback about this article  View the print friendly version of this article
Staff Salary Review Dates & Types


Factors in Determining Salary Review Dates:

  • Collective Bargaining Group
  • Appointment Type
  • Hire Date
  • Pay Plan Associated with Employee’s Title Code
  • Completion of Probationary Period1

Who is Eligible and When?

EDB Preparer must determine eligibility and enter the valid review type code and date (month, year and type of increase) on the EPER screen at the time of hire, rehire and change in status. Failure to enter and incorrectly entering the review date and review type codes will cause names of eligible employees to be omitted from the merit roster.

Employee Appointment types eligible for merit increases

  • Career employees
  • Contract employees (when noted in Section D.1 of the appointment contract that changes in salary shall only be in accordance with UCLA Policies and Procedures for Staff Members)
  • Limited employees with no predetermined end date

Employee Groups and Appointment Types not eligible for merit increases

  • Per Diem – (Appointment Type 6)
  • Skilled Craft (K-4) Flat Rated Positions
  • Employees in Limited Appointment positions with predetermined end dates (Appointment Type 3)
  • Casual Restricted (UC Student) Appointments (Appointment Type 4)


EDB Preparers must enter one of the following valid Salary Review Type Codes:

  1.  ‘2’ – This type means an employee is eligible for merit increase

    Note: For eligible employees in open range titles, the next Salary Review Date Field (viewed on the IGEN screen) should always have a projected date for merit review and the Type Code Field should always reflect ‘2’ (even when the current salary is at the maximum of the salary range).

  2. ‘5’ – This type means an employee is not eligible for a merit increase

    Note: For employees in step-based titles, the next Salary Review Date Field (viewed on the IGEN screen) should be blank and the Type Code Field should be ‘5’ when the salary is at the maximum of the range.
     

Program Eligibility Chart
  (as of April 15, 2005)


 PROGRAM/
 EMPLOYEE GROUP

 UNIT CODE

 RANGE STRUCTURE

 SALARY
 REVIEW
 MONTH

 ELIGIBILITY

Non-Represented
Professional & Support
Staff (PPS) and
Management &
Professional Staff (MSP)

99

Open Range

October

In a Career PSS or MSP Appointment by April 1 and in a policy-covered position on October of the review year.
Non-Represented
Professional Staff
Program (PSS) Grade
Levels A-D
(formerly step-based)

99

Open Range

October

In a Career Appointment by April 1 and in a policy-covered position on October of the review year.
AFSCME
Service

SX

Open Range
 (no grades)

October

Non-probationary by effective date of increase.
CUE
Clerical and Allied Services

CX

Step-based

October

Non-probationary by effective date of increase.
UPTE
Research Support
Professional

RX

Step-based

January

Non-probationary by effective date of increase.
UPTE
Technical

TX

Step-based

January

Non-probationary by effective date of increase.

HEALTH CARE

AFSCME
Patient Care Technical

EX

Open Range
 (no grades)

January

Non-probationary by effective date of increase.
Non-Represented
Patient Care Technical
Related

99

Open Range
 (no grades)

October

Appointed to a career appointment by April 1 and in a policy-covered position on October of the review year.
CNA
Registered Nurses

NX

Step-based

May

Nurses may receive an across-the-board (ATB) increase. Step increase is based on years of RN experience and UC service as of May 1.

UPTE
Health Care Professional

HX

Open Range
 (no grades)

July

Non-probationary by effective date of increase.
Non-Represented
Health Care Professional
Related

99

Open Range
(no grades)

October

Appointed to a career appointment by April 1 and in a policy-covered position on October of the review year.


 

 1Probationary period end date coding: The salary review date year for some groups is determined by completion of probationary period. Generally, employees appointed to career positions serve a probationary period during which time their work performance and general suitability for University employment is carefully evaluated. For most career employees, the probationary period is six (6) months and for some it may be less or greater depending on the respective personnel policy and bargaining agreement. For information, click on the personnel policies and bargaining agreements on probationary period. When coding, remember time on leave with or without pay is not qualifying service for the completion of the probationary period.

 

 

Campus Human Resources, Personnel Services
Phone: (310) 794-3147 | Fax: (310) 794-0865

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